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Employee Information

Date of Hire:

Surname Name

First Name

Home Address

Initial

City / Province

Home Phone

Cell Phone

Postal Code

D.O.B

Email Address
SIN #:

Drivers License #:

Prov. Health
Care #:
Gender:

Province of license:
Male

Female

Optional Workforce Survey


Aborginal:

Metis

Member of a Visible Minority:


Person with a disability:

Inuit

First Nations

Yes
Yes

Affiliation:

No
No

I choose not to participate in this survey:

Emergency Contact Information


First Emergency Contact

Second Emergency Contact

Name:
Phone Number:
Relationship:

I hereby certify that the information given in this form is, to the best of my knowledge, correct and complete.

Printed Name

Date

Signature

Office Use Only:


Job title:
Wage:
Travel Allowance:

Employee #:
Shift Prems:
Project:

Direct Deposit Consent Form


Conops Industrial Ltd.s policy is to pay employee via direct deposit. There are several reasons for
this direction which make sense for both the employee and the company.
Employee Name:

Employee Number

PLEASE ATTACH YOUR VOID CHEQUE HERE

Please attach void cheque here


Name of Bank

Date:

Pay to the Order of

l
$

Dollars

Transit Branch

:00000

Bank

000

Account No.

000-000-0:

I hereby authorize Conops Industrial Ltd. to credit payment into my account, which I certify is my account,
is in my name and under my direction and control. I make this authorization to the financial institution
above designated. I understand that if the information provided is incorrect or illegible, I will not receive
payment until the correct information is received by Conops Industrial Ltd. In completing this form, you
are acknowledging all information to be accurate and correct to the best of your knowledge. Conops
Industrial Ltd. will only accept a VOID CHEQUE OR A DIRECT DEPOSIT FORM from your financial
institution.

I am submitting banking information for an account under another persons name. I hereby authorize
Conops Industrial Ltd. to credit payment into __________________________s bank account.
(print name of account holder)

Employee Signature: _______________________________________

Date: _________________

Protected B when completed

2015 Personal Tax Credits Return

TD1

Read the back before completing this form. Your employer or payer will use this form to determine the amount of your tax deductions.
Complete this form based on the best estimate of your circumstances.
The section 2 includes the proposal to eliminate the Child amount for 2015 and subsequent taxation years in conjunction with the enhancements to
the universal child care benefit (UCCB).
Last name

Address including postal code

First name and initial(s)

Date of birth (YYYY/MM/DD)

Employee number

For non-residents only


Country of permanent residence

Social insurance number

1. Basic personal amount Every resident of Canada can claim this amount. If you will have more than one employer or payer at
the same time in 2015, see "More than one employer or payer at the same time" on the next page. If you are a non-resident, see
"Non-residents" on the next page.

11,327

2. Caregiver amount for children under age 18 Either parent (but not both), may claim $2,093 for each infirm child born in 1998
or later, that resides with both parents throughout the year. If the child does not reside with both parents throughout the year, the
parent who is entitled to claim the Amount for an eligible dependant on line 8 may also claim the family caregiver amount for that
same child who is under age 18.
3. Age amount If you will be 65 or older on December 31, 2015, and your net income for the year from all sources will be $35,466
or less, enter $7,033. If your net income for the year will be between $35,466 and $82,353 and you want to calculate a partial claim,
get Form TD1-WS, Worksheet for the 2015 Personal Tax Credits Return, and complete the appropriate section.
4. Pension income amount If you will receive regular pension payments from a pension plan or fund (excluding Canada Pension
Plan, Quebec Pension Plan, Old Age Security, or Guaranteed Income Supplement payments), enter $2,000 or your estimated
annual pension income, whichever is less.
5. Tuition, education, and textbook amounts (full time and part time) If you are a student enrolled at a university or college,
or an educational institution certified by Employment and Social Development Canada, and you will pay more than $100 per institution
in tuition fees, complete this section. If you are enrolled full time, or if you have a mental or physical disability and are enrolled part
time, enter the total of the tuition fees you will pay, plus $400 for each month that you will be enrolled, plus $65 per
month for textbooks. If you are enrolled part time and do not have a mental or physical disability, enter the total of the tuition fees
you will pay, plus $120 for each month that you will be enrolled part time, plus $20 per month for textbooks.
6. Disability amount If you will claim the disability amount on your income tax return by using Form T2201, Disability Tax Credit
Certificate, enter $7,899.
7. Spouse or common-law partner amount If you are supporting your spouse or common-law partner who lives with you and
whose net income for the year will be less than $11,327 ($13,420 if he or she is infirm) enter the difference between this amount
and his or her estimated net income for the year. If his or her net income for the year will be $11,327 or more ($13,420 or more if he or
she is infirm), you cannot claim this amount.
8. Amount for an eligible dependant If you do not have a spouse or common-law partner and you support a dependent relative
who lives with you, and whose net income for the year will be less than $11,327 ($13,420 if he or she is infirm and you cannot claim
the caregiver amount for children under age 18 for this dependant), enter the difference between this amount and his or her
estimated net income. If his or her net income for the year will be $11,327 or more ($13,420 or more if he or she is infirm), you cannot
claim this amount.
9. Caregiver amount If you are taking care of a dependant who lives with you, whose net income for the year will be $15,735
or less, and who is either your or your spouse's or common-law partner's:
parent or grandparent (aged 65 or older), enter $4,608 ($6,701 if he or she is infirm); or
relative (aged 18 or older) who is dependent on you because of an infirmity, enter $6,701.
If the dependant's net income for the year will be between $15,735 and $20,343 ($15,735 and $22,436 if he or she is infirm) and
you want to calculate a partial claim, get Form TD1-WS and complete the appropriate section.
10. Amount for infirm dependants age 18 or older If you support an infirm dependant age 18 or older who is your or your
spouse's or common-law partner's relative, who lives in Canada, and whose net income for the year will be $6,720 or less, enter
$6,700. You cannot claim an amount for a dependant if you or anyone else has already claimed it on line 8 or 9. If the dependant's net
income for the year will be between $6,720 and $13,420 and you want to calculate a partial claim, get Form TD1-WS and complete the
appropriate section.
11. Amounts transferred from your spouse or common-law partner If your spouse or common-law partner will not use all of
his or her age amount, pension income amount, tuition, education and textbook amounts, or disability amount on his
or her income tax return, enter the unused amount.
12. Amounts transferred from a dependant If your dependant will not use all of his or her disability amount on his or her
income tax return, enter the unused amount. If your or your spouse's or common-law partner's dependent child or grandchild will not
use all of his or her tuition, education, and textbook amounts on his or her income tax return, enter the unused amount.
13. TOTAL CLAIM AMOUNT Add lines 1 to 12.
Your employer or payer will use this amount to determine the amount of your tax deductions.
Continue on the next page
TD1 E (15)

(Vous pouvez obtenir ce formulaire en franais www.arc.gc.ca/formulaires ou en composant le 1-800-959-7775).

Protected B when completed


Completing Form TD1
Complete this form only if:
you have a new employer or payer and you will receive salary, wages, commissions, pensions, employment insurance benefits, or any other
remuneration;
you want to change amounts you previously claimed (for example, the number of your eligible dependants has changed);
you want to claim the deduction for living in a prescribed zone; or
you want to increase the amount of tax deducted at source.
Sign and date it, and give it to your employer or payer.
If you do not complete Form TD1, your employer or payer will deduct taxes after allowing the basic personal amount only.

More than one employer or payer at the same time


If you have more than one employer or payer at the same time and you have already claimed personal tax credit amounts on another Form TD1 for
2015, you cannot claim them again. If your total income from all sources will be more than the personal tax credits you claimed on another Form
TD1, check this box, enter "0" on line 13 on the front page, and do not complete lines 2 to 12.

Total income less than total claim amount


Check this box if your total income for the year from all employers and payers will be less than your total claim amount on line 13. Your employer or
payer will not deduct tax from your earnings.

Non-residents (Only complete if you are a non-resident of Canada.)


As a non-resident of Canada, will 90% or more of your world income be included in determining your taxable income earned in Canada in 2015?
Yes (Complete the previous page.)
No (Enter "0" on line 13, and do not complete lines 2 to 12 as you are not entitled to the personal tax credits.)
If you are unsure of your residency status, call the international tax and non-resident enquiries line at 1-800-959-8281

Provincial or territorial personal tax credits return


If your claim amount on line 13 is more than $11,327, you also have to complete a provincial or territorial TD1 form. If you are an employee, use the
Form TD1 for your province or territory of employment. If you are a pensioner, use the Form TD1 for your province or territory of residence. Your employer or
payer will use both this federal form and your most recent provincial or territorial Form TD1 to determine the amount of your tax deductions.
If you are claiming the basic personal amount only (your claim amount on line 13 is $11,327), your employer or payer will deduct provincial or territorial taxes
after allowing the provincial or territorial basic personal amount.
Note: If you are a Saskatchewan resident supporting children under 18 at any time during 2015, you may be able to claim the child amount on Form
TD1SK, 2015 Saskatchewan Personal Tax Credits Return. Therefore, you may want to complete Form TD1SK even if you are only claiming the basic
personal amount on this form.

Deduction for living in a prescribed zone


If you live in the Northwest Territories, Nunavut, Yukon, or another prescribed northern zone for more than six months in a row beginning or ending in 2015,
you can claim:

$8.25 for each day that you live in the prescribed northern zone; or
$16.50 for each day that you live in the prescribed northern zone if, during that time, you live in a dwelling
that you maintain, and you are the only person living in that dwelling who is claiming this deduction.

Employees living in a prescribed intermediate zone can claim 50% of the total of the above amounts.
For more information, go to www.cra.gc.ca/northernresidents.

Additional tax to be deducted


You may want to have more tax deducted from each payment, especially if you receive other income, including non-employment
income such as CPP or QPP benefits, or old age security pension. By doing this, you may not have to pay as much tax when you
file your income tax return. To choose this option, state the amount of additional tax you want to have deducted from each
payment. To change this deduction later, complete a new Form TD1.

Reduction in tax deductions


You can ask to have less tax deducted on your income tax return if you are eligible for deductions or non-refundable tax credits that are not listed on this form
(for example, periodic contributions to a registered retirement savings plan (RRSP), child care or employment expenses, charitable donations, and tuition and
education amounts carried forward from the previous year). To make this request, complete Form T1213, Request to Reduce Tax Deductions at Source for
Year(s) ____, to get a letter of authority from your tax services office. Give the letter of authority to your employer or payer. You do not need a letter of authority
if your employer deducts RRSP contributions from your salary.
Privacy Act, personal information bank numbers CRA PPU 005 and CRA PPU 047

Certification
I certify that the information given on this form is correct and complete.

Date

Signature
It is a serious offence to make a false return.

YYYY/MM/DD

Protected B when completed

2015 Alberta
Personal Tax Credits Return

TD1AB

Read the back before completing this form. Your employer or payer will use this form to determine the amount of your provincial tax deductions.
Complete this form based on the best estimate of your circumstances.
Last name

Address including postal code

First name and initial(s)

Date of birth (YYYY/MM/DD)

Employee number

For non-residents only


Country of permanent residence

Social insurance number

1. Basic personal amount Every person employed in Alberta and every pensioner residing in Alberta can claim this amount. If
you will have more than one employer or payer at the same time in 2015, see "Will you have more than one employer or payer at
the same time?" on the next page.

18,214

2. Age amount If you will be 65 or older on December 31, 2015, and your net income from all sources will be $37,784 or less,
enter $5,076. If your net income for the year will be between $37,784 and $71,624 and you want to calculate a partial claim, get
Form TD1AB-WS, Worksheet for the 2015 Alberta Personal Tax Credits Return, and complete the appropriate section.
3. Pension income amount If you will receive regular pension payments from a pension plan or fund (excluding Canada Pension
Plan, Quebec Pension Plan, Old Age Security, or Guaranteed Income Supplement payments), enter $1,402, or your estimated
annual pension income, whichever is less.
4. Tuition and education amounts (full time and part time) If you are a student enrolled at a university, college, or educational
institution certified by Employment and Social Development Canada, and you will pay more than $100 per institution in tuition fees,
complete this section. If you are enrolled full time, or if you have a mental or physical disability and are enrolled part time, enter the
total of the tuition fees you will pay, plus $708 for each month that you will be enrolled. If you are enrolled part time and do not have a
mental or physical disability, enter the total of the tuition fees you will pay, plus $212 for each month that you will be enrolled part time.
5. Disability amount If you will claim the disability amount on your income tax return by using Form T2201, Disability Tax Credit
Certificate, enter $14,050.
6. Spouse or common-law partner amount If you are supporting your spouse or common-law partner who lives with you and
whose net income for the year will be less than $18,214, enter the difference between $18,214 and his or her estimated net income.
If his or her net income for the year will be $18,214 or more, you cannot claim this amount.
7. Amount for an eligible dependant If you do not have a spouse or common-law partner and you support a dependent relative
who lives with you and whose net income for the year will be less than $18,214, enter the difference between $18,214 and his or
her estimated net income. If his or her net income for the year will be $18,214 or more, you cannot claim this amount.
8. Caregiver amount If you are taking care of a dependant who lives with you, whose net income for the year will be $16,763 or
less, and who is either your or your spouse's or common-law partner's:
parent or grandparent (aged 65 or older); or
relative (aged 18 or older) who is dependent on you because of an infirmity, enter $10,544.
If the dependant's net income for the year will be between $16,763 and $27,307 and you want to calculate a partial claim, get
Form TD1AB-WS and complete the appropriate section.
9. Amount for infirm dependants age 18 or older If you are supporting an infirm dependant aged 18 or older who is your or your
spouse's or common-law partner's relative, who lives in Canada, and whose net income for the year will be $6,965 or less, enter
$10,543. You cannot claim an amount for a dependant you claimed on line 8. If the dependant's net income for the year will be
between $6,965 and $17,508 and you want to calculate a partial claim, get Form TD1AB-WS and complete the appropriate section.
10. Amounts transferred from your spouse or common-law partner If your spouse or common-law partner will not use all of
his or her age amount, pension income amount, tuition and education amounts, or disability amount on his or her income tax return,
enter the unused amount.
11. Amounts transferred from a dependant If your dependant will not use all of his or her disability amount on his or her
income tax return, enter the unused amount. If your or your spouse's or common-law partner's dependent child or grandchild will not
use all of his or her tuition and education amounts on his or her income tax return, enter the unused amount.
12. TOTAL CLAIM AMOUNT Add lines 1 to 11.
Your employer or payer will use your claim amount to determine the amount of your provincial tax deductions.
Continue on the next page

TD1AB E (15)

(Vous pouvez obtenir ce formulaire en franais www.arc.gc.ca/formulaires ou en composant le 1-800-959-7775.)

Protected B when completed


Completing Form TD1AB
Complete this form only if you are an employee working in Alberta or a pensioner residing in Alberta and any of the following apply:
you have a new employer or payer and you will receive salary, wages, commissions, pensions, employment insurance benefits, or any other
remuneration;
you want to change amounts you previously claimed (for example, the number of your eligible dependants has changed); or
you want to increase the amount of tax deducted at source.
Sign and date it, and give it to your employer or payer.
If you do not complete Form TD1AB, your employer or payer will deduct taxes after allowing the basic personal amount only.

Will you have more than one employer or payer at the same time?
If you have more than one employer or payer at the same time and you have already claimed personal tax credit amounts on another Form TD1AB for 2015,
you cannot claim them again. If your total income from all sources will be more than the personal tax credits you claimed on another Form TD1AB, enter "0"
on line 12 on the front page and do not complete lines 2 to 11.

Total income less than total claim amount


Check this box if your total income for the year from all employers and payers will be less than your total claim amount on line 12. Your employer or
payer will not deduct tax from your earnings.

Additional tax to be deducted


If you wish to have more tax deducted, complete "Additional tax to be deducted" on the federal Form TD1.

Reduction in tax deductions


You can ask to have less tax deducted on your income tax return if you are eligible for deductions or non-refundable tax credits that are not listed on this form
(for example, periodic contributions to a registered retirement savings plan (RRSP), child care or employment expenses, charitable donations, and tuition and
education amounts carried forward from the previous year). To make this request, complete Form T1213, Request to Reduce Tax Deductions at Source for
Year(s) ____, to get a letter of authority from your tax services office. Give the letter of authority to your employer or payer. You do not need a letter of authority
if your employer deducts RRSP contributions from your salary.

Forms and publications


To get our forms and publications, go to www.cra.gc.ca/forms or call 1-800-959-5525.

Privacy Act, personal information bank numbers CRA PPU 005 and CRA PPU 047

Certification
I certify that the information given on this form is correct and complete.

Signature

Date
It is a serious offence to make a false return.

Safety Tickets and Additional Training Certificates


Employee Name:

Please check off all of safety tickets and training certifications that you have obtained, and include copies
with your signed paperwork. If you have any tickets that are not listed, then please list them in the
additional ticket and certification section.
We require a full list of your safety tickets and training certificates to determine your eligibility to take on
specific scopes of work, and future projects.

CSTS

SCOT

PST

WHIMIS

Overhead Crane
Training

Skid Steer Loader


Operator Training

Aerial Work Platform

H2S Alive

Heavy Equipment
Operator (HEO)

Confined Space

Ground Disturbance

Gas Testing &


Nitrogen Safety

Fall Protection

Standard First Aid

Gas Detection

Respirator - P.A.P.R

Hazard Assessment
Training

Defensive Driving

Wheel Loader
Operator Training

Transportation of
Dangerous Goods

Telehandler/Rough
Terrain Forklift
Operator Training

Additional Tickets and Certificates:


_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________

Signature: ___________________________________________ Date: ________________________

Fit for Duty


Employee Name

This information is necessary to ensure your health and safety and that of your coworkers. Previous
injuries or exposure to certain elements could put your health at risk.
1.
During the course of your employment with Conops Industrial Ltd. (or its member company), you
may be required to perform the following activities or work under the following conditions

Varying weather conditions

Climbing (vertical ladders, others), working at heights

Heavy pulling and lifting

Shoveling

Exposure to extreme heat and cold

Use of self-contained breathing apparatus and other respiratory protectors

Exposure to high noise levels

Operating hand and power tools

Working in the vicinity of, or operation of, heavy equipment

Confined space entry (vessel trench)

Exposure to chemical substances


(If you are required to work in the area of any possible exposure to chemicals, Personal Protective
Equipment (PPE) will be provided and procedures will be in place for personal protections.)
2. You have the responsibility to ensure the PPE is appropriate to the atmosphere to which you are
exposed and that you are wearing it properly.
3. Based on this general description is there any physical or mental condition that you believe may
affect you in performing the job for which you are being hired safely and competently?
Yes
No
If Yes, please explain the limitation/restriction:

DECLARATION: (Read the material below carefully before signing):


I hereby certify that all statements made on this employment form are correct to the best of my
knowledge. I authorize Conops Industrial Ltd. to investigate fully all information contained in this form. I
understand that any misrepresentation by me in this application is just cause for termination of my
employment, and may forfeit my right to notice of termination of employment.

Signature: ___________________________________________ Date: _______________

Drug and Alcohol Testing Policy


Conops Industrial Ltd. is committed to providing our employees, contractors, customers and the public
with a safe and healthy work place.
Conops Industrial Ltd. believes that all occupational injury, illness and property damage is
preventable, and through proactive management of Risk and At Risk behavior, injury and loss can
be eliminated from our organization. The hazards associated with the work our people are exposed to
on a daily basis, carry an inherent risk and need to be dealt with through a comprehensive, robust, and
proactive Environmental, Health, Safety and Loss Control program.
Our work scope is varied and in most cases includes one or more high risk activities. As a result, our
health and safety performance relies on demonstrated Best Practice, Safe Behaviors, and related action.
Conops Industrial Ltd. recognizes that the use of illicit drugs and the misuse of alcohol,
medications and other substances can limit an individuals ability to safely and effectively do
their job.
All employees and contractors are expected to perform their duties to meet company and industry
expectations. Diminishing performance as a result of substance use, or abuse, is a safety and
performance issue and will be dealt with as such.
Testing
Testing for the presence of Alcohol and Drugs is part of the Conops Industrial Ltd. Safety
Management System. Conops Industrial Ltd. reserves the right to conduct the following types of alcohol
and drug testing:
Pre-Employment

Pre-Access

Testing

Post Incident Testing

Reasonable Grounds

Rehabilitation Testing
Termination of Employment
Employees and contractors have the right to refuse drug and/or alcohol testing, however, failure to
comply with testing is a violation of the Alcohol and Drug Policy and is grounds for disciplinary action, up
to and including dismissal.
The following situations may result in termination of employment:
1.

Refusal to test;

2.

Positive Alcohol and/or Drug test results; or

3. Credible eyewitness report regarding consumption of alcohol and/or possession of illegal drugs on
the worksite or in company owned/leased vehicles.
For more information on drugs and alcohol in the workplace, refer to the Conops Industrial Ltd. Safety
Management System Manual or contact your supervisor, a Safety Advisor or Human Resources.
I accept and acknowledge that drug and/or alcohol testing is a condition of my employment with Conops
Industrial Ltd. and/or any of its legal entities. I acknowledge that my failure to comply with drug and/or alcohol
testing (as required by Conops Industrial Ltd.) is just cause for termination of my employment with Conops
Industrial Ltd. and that I may forfeit my right of notice of termination of employment.

Employee Name: __________________________________ Date: ___________


(Please print)
(mm/dd/yyyy)
__________________________________
(Please sign)

CO-147
Page 1 of 4
This policy is subject to modifications or revisions in part or in its entirety to
reflect changes in conditions subsequent to the effective date of this policy

Subject:

ANTI-HARASSMENT

Policy:
Effective:
Supersedes:

CO-147
01 JAN 13
NEW

I.

POLICY/PROCEDURE

Policy:

The Company is firmly committed to a positive, productive and professional working


environment that is free from any form of harassment or intimidation to ensure that all
people are treated with respect and dignity. As such, harassment based on any
prohibited ground of discrimination is expressly prohibited. Whether or not the offending
employee meant to give offense, or believed his or her comments or conduct was
welcomed, is not significant. Rather, the Companys policy is violated when other
employees, whether recipients or observers, are in fact offended by comments or
conduct directed at a protected class. The Companys commitment to providing a
harassment-free environment extends to agency staff/contractors, management and
supervisors at all times.
The Company will investigate harassment claims expeditiously and resolve them as
soon as practically possible. Harassment will not be tolerated and violations of this
policy will result in appropriate disciplinary action, up to and including termination.
The Company will also not tolerate any form of violence or threat of violence in the
workplace. See Human Resources Policy C-149, Anti-Violence for more information on
ConOpss policy regarding violence, threats of violence, harassment, threatening
remarks or gestures or other disruptive behavior in the workplace.
II.

Definition:
A.

Harassment: A form of discrimination, which is prohibited by law.


Harassment occurs when one person subjects another to unwanted
visual, verbal, written or physical conduct because of one of the
prohibited grounds of discrimination and this conduct is found to create an
intimidating, hostile, humiliating or offensive working environment. Such
conduct can interfere or have the purpose or effect of interfering with a
person's work performance, or affect employment decisions regarding the
person such as a promotion, salary change or length of employment.

Harassment can consist of a single incident or several incidents over a period


of time.
Harassment may include behavior that is visual (displaying of pornographic,
racist or other offensive or derogatory material like pinups), verbal, electronic or
written (name-calling, racist or sexual remarks, jokes, innuendoes or taunts) or
physical (practical jokes, touching, patting, pinching, shoving).

CANADIAN HUMAN RESOURCES POLICIES

CO-147
Effective: 01 JAN 2013
Page 2 of 4
This policy is subject to modifications or revisions in part or in its entirety to
reflect changes in conditions subsequent to the effective date of this policy

POLICY/PROCEDURE

Harassment will be considered to have taken place if a reasonable person ought


to have known that the behavior was unwelcome.
B.

Prohibited Grounds of Discrimination*: Discrimination on account of


race, colour, religion, age, gender, marital/family status, disability, sexual
orientation, political beliefs, source of income or conviction for a
criminal/summary charge unrelated to employment or intended
employment.
Race includes national/ethnic origin and ancestry.
Disability includes physical and mental disability. Gender includes
pregnancy and other gender determined characteristics.
Where
provincial legislation defines any discrimination that is excluded from this
definition, those items will become valid for that province.

C.

Sexual Harassment: Unwelcome and unsolicited sexual advances,


requests for sexual favours and other conduct of a sexual nature that is
connected to employment decisions or creates an intimidating, hostile or
offensive work environment.

D.

Racial Harassment: Being subjected to unwelcome and unsolicited


conduct based on belonging to a group of people related by common
descent.

III.

Explanation: It is illegal to harass a person on a prohibited ground of


discrimination. People who engage in any form of harassment violate the
Company's intent to provide a positive working environment and may subject the
Company to considerable liability. It is everyones responsibility to ensure a
workplace free from harassment. It is important that all supervisory staff provide
a climate of open communication for people, to encourage their use of the open
door policy without fear of retaliation, reproach or loss of confidentiality. Anyone
who believes they are a victim of harassment has a responsibility to follow the
procedure outlined below.

IV.

Procedures:
A.

People who believe they are victims of harassment need to take the
following steps.
1.

When it is safe to do so, tell the person firmly that their actions or
comments are unacceptable or unwelcome and offensive and
request that they stop immediately.

2.

Keep records of all incidents, including date, time, location and


any witnesses that might have been present.

3.

If the offensive behavior continues, or it is unsafe to proceed with


step 1, notify the supervisor, cost center manager or Human
Resources.
Human Resources are available at any time for consultation on
issues related to this policy.
CANADIAN HUMAN RESOURCES POLICIES

CO-147
Effective: 01 JAN 2013
Page 3 of 4
POLICY/PROCEDURE

This policy is subject to modifications or revisions in part or in its entirety to


reflect changes in conditions subsequent to the effective date of this policy

B.

C.

Complaints will be kept confidential. An immediate and appropriate


investigation of the complaint will be conducted by Company
representatives. Information gathered may include:
1.

Details of the specific incident(s) including dates, if known, and


frequency of occurrence.

2.

Confirmation that the behavior was made known to be unwelcome


and offensive.

3.

Details from witnesses, if any.

If the complaint is substantiated and harassment has been found to have


taken place, the Company's policy will be reviewed with the offender and
discipline may include, but is not limited to, termination of employment or
services. Depending on the circumstances surrounding the incident(s),
any of the following disciplinary actions can be taken:
1.

Verbal warning with counseling

2.

Written warning with counseling

3.

Re-deployment or reduction in job status

4.

Suspension

5.

Termination

D.

Resolution of the complaint will be made as soon as possible by


designated individuals.
For the protection of all parties involved,
confidentiality of all allegations will be maintained. The name of the
complainant and the circumstances relating to the complaint will only be
disclosed on a need to know basis.

E.

Regardless of the outcome of a harassment complaint made in good


faith, the Company will take all reasonable measures to ensure that
anyone who has either filed a complaint, or is providing evidence or
assistance in the investigation, is protected from any retaliation.

F.

If corrective action is not taken by the Company or if the complainant is


not satisfied with the Company's decision, then a complaint may be filed
by the complainant with the appropriate legal entity.

G.

Consensual romantic relationships between a supervisor and subordinate


may pose a conflict of interest or appearance of impropriety when the
supervisor participates in decisions affecting the subordinates pay,
promotion, retention, etc. If such a relationship exists, the supervisor
must disclose it to his or her supervision/management who will report it to
CANADIAN HUMAN RESOURCES POLICIES

CO-147
Effective: 01 JAN 2013
Page 4 of 4
POLICY/PROCEDURE

This policy is subject to modifications or revisions in part or in its entirety to


reflect changes in conditions subsequent to the effective date of this policy

the local Human Resources. In order for the evaluation and supervision
of the subordinate to be unbiased, actions need to be taken which may
include arranging for alternative evaluation of the subordinate, withdrawal
by the supervisor from decisions affecting the subordinate, transferring
one of the employees, etc. Proactive preventive measures must be taken
to avoid conflicts of interest.
V.

VI.

Management Responsibilities:
A.

All Managers and Supervisors are responsible for ensuring compliance


with this policy and are accountable for ensuring that all employees,
subcontractors, agency staff/contractors, suppliers and clients are neither
harassed nor are conducting harassing behavior.

B.

Any Manager or Supervisor who knows of harassment or inappropriate


behavior is responsible to ensure the appropriate corrective action is
taken. Managers are advised to seek guidance from Human Resources
regarding issues pertaining to these situations.

C.

Management will inform all employees and agency contractors of the


harassment policy. Managers must ensure that employees and agency
contractors who bring such matters to the attention of management or
oppose harassment or participate in the investigation of a complaint do
not suffer retaliation. Also, Managers will maintain ongoing efforts to
provide educational and preventative measures and alert all employees
and agency contractors of their responsibility to support a work
environment free of harassment.

Exceptions: There are no exceptions to this policy.

This policy is subject to modification or revision in part or in its entirety to reflect changes in
conditions subsequent to the effective date of this policy.

Signature:____________________________

Print Name: ___________________________

Office: ________________________________

Date: _________________________________

CANADIAN HUMAN RESOURCES POLICIES

PRIVACY CONSENT FORM OF ConOps Industrial Ltd.


FOR EMPLOYEE INFORMATION
Introduction
The protection of the personal information of our employees is important to ConOps.
Accordingly; we have established a policy and set procedures in place for maintaining the
privacy of such information. The full ConOps policy is available upon request. This document
is a summary based on that policy.
Any questions about this policy can be directed to Jason Beaman, Sr. Manager of Human
Resources and Labor Relations, who may be contacted via ConOps Calgary office (403) 5375363.
ConOps employees play an important role in protecting personal information. Our employees are
required to adhere to the privacy policy and take all reasonable steps to ensure that personal
information is protected from unauthorized access.
Collection, Use and Disclosure of Personal Information
Personal employee information is personal information collected, used or disclosed for the
purposes of establishing, managing or terminating an employee relationship. We can collect, use
and disclose this information without consent, but we will only collect, use and disclose the
personal information that is needed in connection with the employment relationship. We collect
different types of personal information concerning employees which may include but is not
limited to the following:
1. Name and ID number
2. Home Address and Telephone Number.
3. Employment History.
4. Disciplinary Record.
5. Medical and Disability Information.
6. Social Insurance Number.
7. Age/Date of Birth.
8. Bank Account.
9. Wage or Salary Paid.
10. Gender.
11. Family Status.
12. Marital Status.

13. Dependents.
14. Workers Compensation and Liability Claim
Information.
15. Union Affiliation.
16. Participation in Benefit Programs.
17. Garnishment Claim Information.
18. Race.
19. Drug Test Results.
20. Employee Evaluations.
21. Driving record.
22. Education

In administering the employment relationship, we may use this information to perform tasks such
as providing benefits, paying wages and taxes, handling claims, supervising employees and
generally managing the workplace.

We disclose information to a number of different third parties who may include but are not
limited to the following:
1. Government agencies such as Revenue Canada, HRDC etc.
2. The Employees Union and Any Union Administered Benefit Plans.
3. Our Liability Insurer.
4. The Workers Compensation Board.
5. Persons Serving Subpoenas or Garnishments.
6. Financial Auditors.
7. Regulatory Authorities.
8. Clients, Client Representatives, Alliance/Joint Venture Partners
9. Emergency Medical Attendants, company designated medical practioners
10. Outsourced service providers

Access
Our personal employee information is safeguarded to prevent unauthorized access. It may be
accessed only by those who need that specific information to do their jobs. Particularly sensitive
information such as medical information is stored separately and access is controlled by a
designated supervisor.
Employees may request to access their personal information by making a request in writing to
our Privacy Officer. If the employee believes that some of the information is incorrect he or she
can make a written request that the information be corrected.
It is important that we keep our employee information as up to date as possible. Please notify us
as soon as possible of any changes to employee contact information, employee beneficiary or
dependent information, or other matters affecting your employment relationship with ConOps.
Accountability
We take our Privacy Policy seriously. If an employee has any concern about the policy or its
implementation they should contact our Sr. Manager of Labor Relations. If concerns are not
resolved, the Sr. Manager of Labor Relations can provide information about making a formal
written complaint. Please feel free to contact the Sr. Manager of Labor Relations with any
questions.

I, _________________________, have read, understand and agree to the above.


[Print Employee Name]

_____________________________
[Employee signature]

_______________________
[Date]